How Would You Advise Your Management Staff to Successfully?

ow How would you advise your management staff to successfully manage this large scale change of the organization? I would instill them that managing organizational change earth-closet be for the better or worst sometimes. Many organizations occasion a mateship to build a centralize mazy to recognize the organization differences. When change is implemented a formal strategy need to be put in place, This leave alone allow the organization to list the impact of forthcoming changes and make organizational or functional changes to en accepted service levels atomic number 18 not reduced.Change management entails thoughtful formulatening and sensitive implementation, and preceding(prenominal) all, consultation with, and involvement of, the people affected by the changes. If you force change on people normally problems arise. Change must be realistic, achievable and measurable. When initiatory starting to prepare for this change Senior MGMT thought-out what do we want to achieve w ith this change, why, and how will we know that the change has been achieved? Who is affected by this change, and how will they react to it? How much of this change push aside we achieve ourselves, and what parts of the change do we need help with?These aspects also relate strongly to the management of personal as healthful as organizational change. I think that its important for my staff to know the benefits of partnering with the other organization, with there funds and our resources we can build a stronger organization, which can aid, finance, and help our growing organization in a given industry that will grow rapidly without having to create another business entity. Senior MGMT of both(prenominal) organizations has discussed best practices and the issues that are the perceived potential benefits behind the merger openly and frankly. EX. ) If organization As strength is sales and they are absorbing organization B in part beca utilise of Bs distribution capabilities, make sur e As distribution people know to listen to Bs distribution people and Bs sales force understands the opportunity to learn from As. My plans are to express to them that the changes will be better for the organization and make us more successful. So I will focus on stressful to sell the benefits of the changes and then get staff to participate so they feel as if they are a part of the changes.When people contribute to changes that affect them they are more adapted to accept them. I would express that we bring forth the full support of senior management so things will move rapidly. I plan to emphasize a team-oriented approach in providing the right mix of strategic guidance, hands-on leadership and deep industry domain expertise in assist the individuals and their teams to become market-leading organizations. 1. What are the organizational crisis issues that need to be addressed? One of the problems mention is that the staff in the different areas is using stove piped systems.That m akes it harder for an organization to be efficient which is why the young partner is suggesting creating the new system. To eliminate the concerns of staff that the new partner doesnt understand their business, they should be made part of the team that overworks on the requirements for the new system. That way they can make sure it will support the way we do business and meet their needs at the like time. Each function is important to the success of a merger. Consider the way a merger will affect the other organization and then use those lessons to minimize the same effects of our organization.Another problem is that employees are worried about whether there jobs are changing and weather they will have the skills need to work on the new system. If employees are fully involved with the new implementation then have the skills to work with the new systems will be a given, when the organizations partner training and workshops we be apart of the reconciling. Recognize the pros and c ons of the organizations becoming partner Pros ? More resource for future growth ? Take advantage of economic of scale Cons ? competency loss competitive advantages Might bear the risk of not successfully integrate A rational decision making model provides a merged and sequenced approach to decision making. Using such an approach can help to ensure discipline and consistency is built into your decision making process. The fact that the vertex Gates foundation wants to change the culture of the organization because of the $20 Million dollar donation can cause a lot of conflict and have the employees who have created and build the old organization think that what was built is not effective enough to keep the organizationB functioning.If senior management takes to long to make well-timed(a) decisions then the organization cant really move forward and manufacture like a top organization. When the problems are identified use the employees to create a new way of functioning, identify the most probable causes for the current system and improbable causes and use those results to work with the other organization to build your new effective system. Some potential problems that organization should be aware of when they must make decisions during a crisis is Cultural disconnect, Culture change management is not hedonistic it is a critical aspect of any transaction.However, simply acknowledging the issue or handing it off to specialists is not enough. Management must set a vision, align leadership around it, and hold substantive events to give employees a chance to participate. Detailed actions and well articulated expectations of behavior connect the culture plan to the organizations goals. Also, keeping development too close is a natural hesitancy that the organization should avoid I know that current regulations put pressure on what management can tell the organization without going to public disclosure.However, absent real facts, the rumor mill will fill the void . Tell employees what you can. Also, tell them what you cant tell them at the moment, why, and when you will be able to do so. What are some steps that the organization can take to avoid those problems or to minimize their negative impact? ? make out the right conversion team the organization will need employees who demonstrate excellent people skills and the ability to finesse any situation to the benefit of the organization.Make sure the transition team is appropriate for the area or department they talk to and can easily relate to people in various departments. ? Be in constant, honest communication with employees All employees want accurate information from management, and they want to know the truth, even if its difficult. No matter what the news is, good or bad, your employees want to hear it, so always be totally open and honest about what is to come.If your employees feel out of the loop, theyll assume the worst, and you can expect a negative effect on efficiency. Both part nering entities need to be consistently communicators with employees and ensure that whatever theyre communicating is 100% accurate. ? Give assurance about change Help your employees to deal with change, even if that change seems minor to you it might be big to them . People fear change so Executives need to do everything they can to help minimize the anxiety that people naturally have.